Salaries at SCC

At Southeastern Community College, located in an undefined region, salary expectations for faculty and staff are typically determined by a combination of role, experience, academic rank, and field of expertise. Salaries often reflect the institution's budget constraints as a community college, as well as regional cost-of-living factors. While specific salary data may vary based on individual qualifications and departmental needs, the college generally adheres to standardized pay scales for public institutions. However, Southeastern Community College does not publicly disclose detailed salary bands or individual compensation figures, making it challenging to provide precise data without internal access or official reports. Prospective employees are encouraged to consult with the human resources department for accurate and personalized information.

• Full-Time Faculty (Instructor/Professor): Typical salary range is approximately $40,000–$60,000 annually (USD equivalent). Salaries often depend on academic rank, years of experience, and whether the role includes additional responsibilities like program coordination.
• Adjunct Faculty: Average pay ranges from $20,000–$30,000 per year (USD equivalent) for part-time roles, often calculated per course taught. Compensation may vary based on course load and semester demand.
• Academic Advisor: Salaries typically fall between $35,000–$45,000 annually (USD equivalent). These roles may include bonuses or stipends for overtime during peak enrollment periods.
• Administrative Staff (e.g., Registrar, HR Specialist): Average salary range is $30,000–$50,000 per year (USD equivalent), with variations based on seniority and specific departmental needs.
• Department Chair: Compensation generally ranges from $50,000–$70,000 annually (USD equivalent), often supplemented by stipends for leadership duties or research funding if applicable.

Salaries at Southeastern Community College appear to align with regional benchmarks for community colleges, though they may not be as competitive as those at larger universities or private institutions. Progression in compensation often depends on tenure, professional development, and promotions to higher academic or administrative ranks. As a public institution, the college likely follows state or local government guidelines for salary structures, which may limit flexibility but ensure a degree of transparency and fairness. Employees can expect periodic reviews and incremental raises, though significant jumps in pay may require transitioning to senior roles or securing external grants. For the most accurate and updated figures, direct inquiries to the college’s administration are recommended.